Teddy,

ATS is a catch-22 deal. From the employer's viewpoint, they only want to interview THE BEST candidates. So, to save time and money, why not let a software program prescreen the candidates? That seems to make good economic sense. But, here's are the problems: 1) Software cannot do "due diligence." If there is a negative aspect to a resume', the software is not going to question its validity. It is not going to perform any kind of due diligence. All the software is going to do is tabulate what it uncovers - whether what it uncovers is accurate or not. 2) Software cannot rank or rate "intangibles." If the person applying for a job is gifted in any kind of way, there is no way a software program can quantify that information.

Bottom line, what I believe ATS software will be doing for the majority of job applicants is shutting them out of the job market they wish to pursue. It does not matter how many job applications you fill out online if an ATS is going to interceding on behalf of employers. If you do not know in advance what they want to see in terms of metrics, you are at their mercy. And, that is not a very healthy place to be from my perspective.

Consquently, I think the best things folks seeking employment can do is make a special effort to help each other out. That is why I created The Job Campaign and Marketing Sparks.

Lamar Morgan

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